Best Personality Assessment & Development Alternatives

Given the concerns regarding Personality.co’s transparency, unverified expertise, and unsubstantiated claims, it’s prudent to explore established and reputable alternatives for personality assessment and self-development.

These alternatives often boast robust scientific backing, clear methodologies, and transparent operations, offering a more trustworthy pathway to self-understanding and personal growth.

1. Myers-Briggs Type Indicator (MBTI)

• Description: One of the most widely used personality assessments globally, based on Carl Jung’s theory of psychological types. It identifies preferences in four dichotomies, resulting in 16 distinct personality types.
• Key Features:
  • Comprehensive Report: Provides insights into how individuals perceive the world and make decisions.
  • Developmental Focus: Often used in career counseling, team building, and leadership development.
  • Global Recognition: Widely recognized in corporate and educational settings.
• Pros:
  • Extensive Research: Decades of research and use, with a large body of literature.
  • Detailed Insights: Offers a framework for understanding preferences in various life areas.
  • Professional Application: Highly valued in organizational development.
• Cons:
  • Cost: The official assessment can be expensive, often administered by certified practitioners. Free online versions are often inaccurate.
  • Critiques: Some academic psychologists criticize its psychometric validity and reliability compared to other models.
  • Categorical vs. Trait-Based: Places individuals into discrete types, which some argue oversimplifies personality.

2. Big Five Personality Traits (OCEAN Model)

• Description: A widely accepted and empirically validated model of personality psychology that describes five broad dimensions of personality: Openness to Experience, Conscientiousness, Extraversion, Agreeableness, and Neuroticism (OCEAN).
  • Trait-Based: Measures where an individual falls on a spectrum for each trait.
  • Empirically Supported: Robust scientific evidence supports its validity and cross-cultural applicability.
  • Predictive Power: Traits have been linked to various life outcomes, including career success and well-being.
  • Scientific Validity: Considered the most scientifically robust personality model.
  • Free and Accessible: Many reputable online tests are available for free (e.g., IPIP-NEO).
  • Universally Applicable: Measures fundamental aspects of human personality relevant across cultures.
  • Less Interpretive Narrative: Reports might be less “story-like” or prescriptive compared to MBTI.
  • Self-Report Bias: Like all self-report inventories, results can be influenced by how individuals perceive themselves.

3. Gallup StrengthsFinder (CliftonStrengths)

• Description: Focuses on identifying an individual’s top talents and natural ways of thinking, feeling, and behaving, categorizing them into 34 themes. The philosophy is to build on strengths rather than fix weaknesses.
  • Positive Psychology Focus: Emphasizes developing inherent talents.
  • Actionable Insights: Provides practical advice on how to leverage strengths in work and life.
  • Professional Application: Widely used in business, education, and coaching.
  • Highly Actionable: Provides concrete strategies for applying strengths.
  • Empowering: Shifts focus from deficiencies to potential.
  • Strong Community: Large network of coaches and resources.
  • Cost: The assessment is paid, and additional resources or coaching incur extra costs.
  • Less Focus on Weaknesses: While empowering, it might underemphasize areas needing development.
  • Proprietary: The specific themes and their definitions are proprietary to Gallup.

4. Hogan Assessments

• Description: A suite of personality tests designed primarily for professional development and talent management. Hogan assessments measure normal personality, derailment risks (potential career-stalling behaviors), and core values.
  • Predictive Analytics: Designed to predict job performance, leadership potential, and organizational fit.
  • Focus on Derailers: Identifies potential liabilities and how they might emerge under stress.
  • Rigorous Validation: Backed by extensive industrial-organizational psychology research.
  • High Reliability and Validity: Widely used and respected in academic and corporate I-O psychology.
  • Comprehensive Professional Profile: Offers a nuanced view of an individual in a work context.
  • Risk Identification: Helps anticipate and mitigate potential negative behaviors.
  • Primarily Corporate: Designed for organizational use, less accessible for individuals without employer sponsorship.
  • Costly: Generally expensive, usually requiring certified administrators.
  • Complex Results: Reports can be very detailed and require interpretation by a professional.

5. DiSC Assessment

• Description: A non-judgmental tool used for understanding behavioral styles, focusing on four primary dimensions: Dominance, Influence, Steadiness, and Conscientiousness. It helps improve communication and teamwork.
  • Behavioral Focus: Describes how individuals prefer to interact rather than internal traits.
  • Simple and Intuitive: Easy to understand and apply for team dynamics.
  • Communication Tool: Primarily used to enhance interpersonal effectiveness.
  • Highly Practical: Directly applicable to communication, conflict resolution, and leadership.
  • User-Friendly: Simple framework that is easy for individuals and teams to grasp.
  • Facilitates Understanding: Helps people adapt their communication style to others.
  • Less Scientific Depth: Less empirically rigorous compared to Big Five. more of a behavioral model.
  • Limited Scope: Does not delve into underlying psychological traits or values.
  • Cost: The official assessment requires purchase and often administration by a certified facilitator.

6. VIA Character Strengths Survey

• Description: A free, scientifically validated psychological assessment that measures 24 universally valued positive character strengths (e.g., creativity, kindness, perseverance, honesty). It stems from positive psychology.
  • Focus on Virtues: Identifies inherent positive qualities.
  • Free Online Assessment: Accessible to anyone globally.
  • Actionable for Well-being: Encourages using signature strengths to boost happiness and fulfillment.
  • Free and Accessible: Completely free and easy to take online.
  • Positive Psychology Basis: Grounded in research on human flourishing.
  • Empowering: Helps individuals identify and cultivate their best qualities.
  • Less Direct Career Application: More focused on personal well-being than specific career guidance.
  • Not a “Personality Type” Test: Doesn’t categorize individuals into types, but rather ranks strengths.

7. Strengths Profile (CAPP)

• Description: Building on the principles of positive psychology, Strengths Profile identifies four types of strengths (realized strengths, unrealized strengths, learned behaviors, and weaknesses) to help individuals maximize their potential.
  • Nuanced Strength Identification: Differentiates between strengths you use effectively and those you possess but don’t fully leverage.
  • Action Planning: Provides clear advice on how to develop and apply different types of strengths.
  • Individual and Team Versions: Adaptable for personal development and group dynamics.
  • Comprehensive Model: More granular than simple strength identification, including areas for growth.
  • Action-Oriented: Focuses on practical application of insights.
  • Strong Research Basis: Developed by psychologists and backed by research.
  • Cost: The assessment is a paid product.
  • Less Widely Known: Not as universally recognized as MBTI or Big Five.

These alternatives provide a spectrum of options, from scientifically validated trait-based models to practical, application-focused assessments, all from organizations with clearer credentials and transparent methodologies.